Network leaders and funders of networks often worry about the problem of succession. They recognize that sooner or later the energy of some network leaders will flag or they will leave the network for various reasons, or–just as important–it’s essential to get some fresh blood, new thinking, newer members into leadership positions.
In many networks, however, leadership succession is treated as an emergent phenomenon that somehow will happen and happen well. That’s also called rolling the dice–especially since there are ways for a network to be intentional about succession.
1. Define leadership broadly. It’s important to start by being clear about what a “network leader” does. Often “leadership” is taken to mean being a part of network governance, decision making. That’s true, but it’s a limited view. A network leader is someone who does more than participate in network activities; she helps make the activities happen. This could mean playing a role in network decision-making, but it could also mean being willing to chair a network working group, or advising on questions to ask in a survey of network members, or being part of a team that does a presentation to a potential funder. In each of these cases, the member is providing value for the network as a whole. That’s network leadership.
2. Develop a leadership pipeline . Keep an eye out for network members who are interested in the challenges of leading the network, not just participating as members. Invite them into planning and other processes so they can see what leading the network looks like. Also look for members who are natural weavers and are becoming well-connected hubs in the network. If they move into leadership roles, they bring their weaving skills and connections with them.
3. Create leadership opportunities. Make sure that there are open leadership positions to fill–opportunities for others to step up. Don’t let leadership roles–steering committee membership, working group chairs–be filled by the same people forever; term limits create opportunities for others. You can even think of a a progression of opportunities that give members a little taste of being a leader and then allow them to step up into more important roles.